The candidate was “too research-y.”
Then the next one was “too strategic.”
A consultancy I work with recently hit this exact challenge.
They were hiring for a pivotal role – someone to lead high-impact projects, think commercially, and connect insight to action.
They saw great candidates.
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One was “too much of a pure researcher” – brilliant with insight but hesitant to shape the bigger picture.
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Another had “big thinking” but lacked the hands-on experience needed to build and deliver.
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A third didn’t quite challenge the client brief enough – strong but not transformational.
It wasn’t until we stopped staring at the job spec and started mapping out the real need that something clicked:
They weren’t looking for a specialist. They were looking for a hybrid.
🔁 Someone who could:
➤ Interrogate insight and shape the strategy
➤ Speak design thinking and commercial impact
➤ Be client-facing, curious, entrepreneurial – and thrive in ambiguity
The hire they eventually made didn’t just tick boxes.
They rewrote the brief.
They brought in someone who could think, build, challenge, and lead – and the impact on the business was immediate.
Why does it matter now?
Hiring today isn’t just about finding someone with the right words on their CV.
The best leaders for modern consultancies are hybrids:
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Insightful, but commercially sharp.
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Strategic, but operationally hands-on.
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Comfortable with ambiguity, but grounded enough to deliver results.
These are the people who ask better questions, connect dots others miss, and challenge assumptions in a way that unlocks new possibilities.
Declarative vs. Procedural Knowledge in Hiring
As I covered in my recent post, there’s a crucial distinction between knowing what to do (declarative knowledge) and knowing how to apply it in practice (procedural knowledge).
Hiring hybrid leaders demands procedural knowledge:
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Knowing when to adjust the brief, and when to hold the line.
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Spotting early signs a candidate will thrive in ambiguity.
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Creating a process that keeps momentum without feeling rushed.
💬 Final Thought:
If you’re hiring in strategy, insight, or innovation right now – remember:
The right hire might not be obvious on paper.
It’s often the person who blends disciplines and challenges assumptions.
Finding them takes a different kind of search process.
That’s what I do.
If you’re ready to move beyond the CV and find your next hybrid leader, let’s talk.
